随着市场经济体制的不断深化，我国进入快速转型时期，多元利益主体分化、贫富差距增大、人口流动频繁等社会问题日益凸显。依靠传统的民政管理、司法监管的行政手段已难以解决上述问题，这就迫使我们需要通过一个专业化、职业化的社会工作体系来协调社会关系、缓解社会矛盾。为此，党中央提出了“建设宏大社会工作人才队伍”的战略要求，并率先在我国东部沿海地区设立试点，在取得一定成效后，将其经验与模式逐步转移到我国其他地区。 新疆作为我国多民族聚居地区，不仅面临着普遍的社会问题，同时还承载着宗教、民族、族群等区域性社会问题。因此，从我国东部地区转移社会工作专业人才制度，是缓解新疆社会矛盾、维护社会稳定的有效途径。然而，该制度从东部地区转移到西部地区的实施效果如何？影响制度效果的主要因素有哪些？民族地区是否存在特殊的影响因素？这些因素怎样影响制度效果？该采取怎样的措施提升制度效果？上述问题都是民族地区转移社会工作专业人才制度过程中亟待解决的实际问题。 在对国内外相关文献梳理评述的基础上，从政策转移的视角出发，借鉴道洛威兹（Dolowitz. D）和马什（Marsh. D）的政策转移影响因素理论分析框架，综合考虑社会工作专业人才制度转移的各主要影响因素，从制度环境因素、制度内部性因素、匹配性因素三个层面进行分析，研究不同层面各关键影响因素对新疆社会工作专业人才制度效果的影响。在此基础上提出能够解释我国地方政府之间制度转移失灵影响因素的分析框架，该分析框架的建立，为我国国内转移制度的实施效果及影响因素的研究提供理论基础。进而运用实地考察、问卷调查、深度访谈等方法对新疆社工专业人才制度效果的影响因素进行系统分析，帮助政府管理部门了解哪些因素对民族地区社会工作专业人才制度效果产生着影响，从而有针对性地促使这些影响因素发挥正向、积极的作用，为民族地区培养社会工作专业人才队伍提供有价值的实践证据。同时也能够为民族地区政府部门，尤其是政策决策者在进行其他领域的政策转移决策时提供理论支持和实践参考。 论文共分为六个章节：绪论部分主要介绍选题背景与选题意义；基本概念；研究内容与创新之处；研究方法与研究思路。第一章文献综述与理论依据，梳理、评述已有的研究成果，进一步明确本文的研究问题。阐析本研究的理论基础，在此基础上建构了民族地区社会工作专业人才制度效果影响因素的分析框架。第二章介绍英、美国家社会工作专业人才制度的发展历程和概况，进而分别阐述我国和新疆转移社会工作专业人才制度的原因及发展历程。从制度的目标达成度和制度目标群体感知度两个层面分析新疆社会工作专业人才制度的实施效果。第三章制度环境因素，从政治环境、经济环境以及社会文化环境三个层面分析制度环境因素对社会工作专业人才制度效果的影响；第四章制度内部性因素，从社会工作专业人才的教育、培训制度，使用、激励制度和评价、认证制度方面分析制度内部性因素对社会工作专业人才制度效果的影响；第五章匹配性因素，从政府购买社会工作服务、社会工作服务机构和社区社会工作三个方面阐述其对社会工作专业人才制度效果的影响。第六章为研究结论、研究启示与政策建议。根据研究结果，阐述了本文的研究启示，围绕制度环境因素、制度内部性因素、制度匹配性因素凝练提升新疆社会工作专业人才制度效果的政策建议，阐述了研究不足及今后的研究展望。 在制度转移逐渐成为国家和地区制度创新和发展重要战略的背景下，制度输入地应当积极辨识影响制度转移效果的各类因素，从制度环境、制度内部以及与其相关的匹配性因素入手，探求不同因素对制度转移效果的作用，以此为基础对各因素进行积极的管理和控制，有效实现制度输入地与输出地之间的信息交流，提升政策转移成功的机率，为国家和地区的制度创新发展提供智力支持。

With the continuous deepening of the market economic system, China has entered a period of rapid transition, with multiple social interest subjects being divided, increasing disparities between the rich and the poor, and frequent population movements. It is difficult to solve the problems only through traditional administrative methods such as civil administration and judicial supervision. This forces us to alleviate social conflicts through a professional social work system. To this end, the Party Central Committee put forward the strategic requirements for “building an ambitious social work talent team”, and took pilot program in the eastern coastal areas of China. After achieving certain results, it gradually transferred its model and experience to other parts of China. As an area where many ethnic groups inhabit, Xinjiang not only faces widespread social problems, but also carries regional social issues such as religion, ethnicity, and ethnic groups. Therefore, the transfer of social work system from the eastern region of China is an effective way to alleviate social conflicts in Xinjiang and maintain social stability. However, how effective is the transfer of the system from the eastern region to the western region? What are the main factors that affect the effectiveness of the system? Are there special influence factors in ethnic areas? How do these factors affect the effectiveness of the system? What measures should be taken to promote the improvement of the system? The above problems are all practical problems that need to be solved in the process of the transfer of social work professional talents in ethnic areas. Based on systematic review of domestic and foreign literature related literature, from the perspective of policy transfer, we draw lessons from the theoretical analysis framework of Dolowitz. D and Marsh D. The main influencing factors of the transfer of professional workforce systems will be analyzed from the three levels : institutional environment factors, institutional internal factors, and matching factors, and at the same time study the impact of various key affecting factors at different levels on the effectiveness of professional social work talent system in Xinjiang. Based on this, an analytical framework for the factors influencing the effectiveness of professional social work talent system in the ethnic minority areas will be constructed. The establishment of the analytical framework has an important analytical significance for the exploration of universal factors that influence the effect of policy transfer in ethnic areas, and the construction of a universally explanatory policy transfer effect in ethnic areas. It is expected to be of other areas in ethnic areas. Policy transfer provides a universal framework for interpretation and avoids policy failure. In addition, field surveys, questionnaire, and in-depth interviews were used to systematically study the influencing factors of the social work professional talent system in Xinjiang, and help the government management to understand which factors have an impact on the effectiveness of the social work professional talent system in the ethnic minority areas. It is imperative that these influencing factors are to play a positive role and provide valuable practical evidence for the training of professional social workers in ethnic regions. At the same time, it can also provide theoretical support and practical reference for government departments in ethnic areas, especially policy makers, when making policy decisions in other areas. The paper is divided into six chapters: The introductive part mainly introduces the background of the topic and the meaning of the topic, basic concepts, research ideas and analysis framework, research methods and innovation. Chapter 1 summarizes the literature and theoretical basis, sorts out and reviews the existing research results, clarifies the research issues in this article, explains the theoretical basis of this study and on this basis, constructs the analysis framework of the factors affecting the system of professional social work talent system in ethnic areas. Chapter 2 introduces the development history and general situation of the professional social work talent system in Europe and the United States, and then elaborates the reasons and development history of the transfer of professional social work talent system in China and Xinjiang respectively. Then the effect of the professional social work talent system in Xinjiang is analyzed from the perspective of the achievement of the goal of the system and the perception of the target group of the system. Chapter 3: Institutional environment factors, from the political environment, the economic environment and the social and cultural environment, analyze the impact of institutional environmental factors on the effectiveness of professional social work talent system. Chapter 4: Institutional internal factors, analyzing the effectiveness of the professional social work system from the education and training of professional social work talents, the use of incentive systems, and the evaluation and certification system. Chapter 5: Matching factors, analyzing the effectiveness of the professional social work system from the government’s purchase of social work services, social work service agencies, and community social work. The sixth chapter is the research conclusion and policy suggestion. According to the results of the research, the current research on the professional social work talent system in China has been discussed. The policy recommendations on the effects of institutional environment, institutional internal factors, and institutional matching factors on consolidating and improving the effectiveness of Xinjiang’s professional social work talent system have been given and later the research limits and future research prospects. To sum up, under the background of the important strategy for the institutional transfer and innovation of national and regional systems, the system input areas should actively identify various factors that affect the effectiveness of institutional transfer. The impacts of different factors on the effects of institution transfer should be explored from the institutional environment factors, the system itself, and its associated matching factors. Based on this, actively manage and control each factor, effectively achieve the exchange of information between input areas and export areas, and increase the probability of success of policy transfer, hoping to provide intellectual support for regional and institutional innovations.